Recruitment is an ever growing market. Employers and employees are always on the lookout to select the best resources to meet their requirements. RPOs or recruitment process outsourcing firms have entered the market to make both these ends meet. Employers often opt for RPOs thanks to their speed of recruiting and cost effective services. But the benefits of such collaboration go much beyond the obvious and help the companies in varied ways. Below are the benefits of hiring the top RPOs.

Analyse data for your advantage: A top RPO like Glocal RPO can help you analyse data in order to understand the hiring needs better.  This will streamline recruiting process by calculating the number of candidates available in the talent pool and their adaptability time.

Hire to meet your specific need: RPOs have expertise in all things recruiting. Thus, they are the best option when it comes to finding a specific talent. They not only target their recruiting strategy to attract such talent but also adopt techniques to deliver within the stipulated time.

Test the quality of the candidates: One of the major challenges that recruiters face while hiring for entry level jobs is the quality of candidates. Recruitment Process Outsourcing agencies like Glocal RPO can help fill this gap. Because they test candidates beyond their education and experience, they will be able to analyse social and cultural aspects as well. Thus you can be confident that the employees are capable of contributing to the company culture and bringing in diversity.

They help fetch you more visibility: When you collaborate with a dynamic RPO it’s a long term association. During those phases when you don’t have any hiring requirements, these RPOs can double as your reputation managers. Seasoned Recruitment Process Outsourcing agencies like Glocal RPO can be highly instrumental in employer’s branding in the recruitment market. Such quality visibility will influence candidates to select you over your competition in the market.

For these reasons, your firm should consider partnering with an RPO that can help your company in ways that go beyond hiring and be instrumental in your growth.

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Recruitment and selection process is the core of human resources operations and is important for every business, whether big or small. A company’s human resource department should constantly try to delve strategies to narrow down the cost of recruitment and find the best candidates for the profile in hand. Recruitment can be a time and money consuming process if you do not know how to move in the right direction. While recruiting new talent is imperative for any business, it is also important to strike the right balance of cost and time.

Here are a few ways how technology can help save money in RPO recruitment and selection.

Technology for finding the best talent – No, you do not have to buy expensive softwares that are way too complicated to use by common recruiters. However, there is technology available in the market that is both easy to use and inexpensive for any organization to afford. You can use such applications for sorting, managing, reviewing the recruitment process as well as check the resumes and create effective documents. The benefits of using technology to make your recruitment and selection process is more cost-effective.

Technology helps you boost productivity – Productivity increase is directly proportional to the overall growth of the organization, the more you produce the more you sell and the better the profits you earn. Technology helps the organization in automating their processes. This means that a number of tasks are now on an automated mode which can expedite the speed of how things are done.

Lower the risk of a wrong decision – A bad match can be the biggest risk for any human resource department. A wrong talent or someone who quits right before the induction is a complete waste of time money and efforts. RPO recruitment firms with the help of technology can now test candidates beyond their education and experience. Using advanced testing tools, demo software etc. recruiters can create test scenarios where they can understand a person’s response, social skills or problem solving skills. A refined selection process will ensure that you hire the best of the talents.

Enhance strategic planning

Strategy planning is a key element of effective recruitment and selection process. Through analytics, you can analyze how your recruitment strategy is working. You can easily maintain the data of recruitment and selection, which helps in better decision making.

These are some of the ways technology can be helpful in saving money in recruitment and selection.

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Why talent management is important?

Managing your talent pool is very important for your business. Not only because it is a vital aspect for better performance, but retaining your employees also saves you a lot of money and efforts in terms of recruitment and retention. The cost of an interview and the time it takes in the modern times has increased significantly from the early years. Moreover, depending upon the role, the recruitment process for a new staff can be anywhere between intimidating to cumbersome and time & money consuming.

5 tips for improving the talent management strategy for an organization:

1. Know your best talent

Rarely, businesses know about the best talent of their organization. While these top performers are responsible for the 5% of the entire organization, they are capable of delivering 400 times more productivity than any other average performer employer. Such people are important for an organization and you cannot afford to lose them. Another important thing to note about these employees is that because they are rich in talent, they also are ambitious and look for opportunities to grow.

2. Offer them with better growth opportunities:

Your employees need opportunities to flourish and you must ensure that you are helping them to reach their full potential. Training, development and opportunities to participate in better and more challenging projects is one way to make sure your employees feel motivated for work. This also helps them hone the existing skills while acquiring the newer ones.

3. Keep them updated with feedback:

Feedback is one great way to help employees improve but only when it is continuous. A random feedback cannot contribute towards rapid improvements, employees accept that there is a lack of continuous feedback and demand for the same. However, you need to make sure that you offer the negative and positive feedback in a mix and boost the employee morale in all aspects.

4. Evaluate your talent management strategy frequently:

While having a talent management strategy in place is important, it cannot help an organization to use the talent in the best possible way, until and unless it is fully frequently updated. Talent retention rate, the cost to hire, time taken per recruitment process, full productivity per full-time employee achieved or not, the number of promotions made internally are a few factors that must be kept in mind while evaluating the effectiveness of your talent management program.

5. Designated mentorship:

It is important to have a designated mentor for all your employees to learn and develop. The experienced employee of an organization can share their knowledge and expertise with less experienced employees.

Hope this helps you in improving your talent management in your organization to improve performance and productivity.

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HR managers, recruiting agencies and even brands around the world would rate the introduction of Artificial Intelligence to recruiting as one of the landmark trends in the past couple of years. More than 35% of recruiters in general have already adopted AI into their hiring process. They testify that this decision has made them work smarter. Hospitality recruitment companies are under immense pressure to meet the staffing demands and here is how AI can fuel this market to work smarter.

1. Automate those boring tasks: Some of those tedious tasks of scheduling interviews, updating profile status, coordinating between teams and so on can eat up a lot of time which recruiters can other use to do more result oriented jobs. Bringing in automation to all these tasks will be a smart move which directly impacts your team’s productivity and success level.
2. Efficiency that delivers: In the hospitality industry, the demand for talent is enormous but the availability of the right candidates is scarce. To attract the right kind of talent and convert them into recruits, the hospitality recruitment companies have to perform with utmost efficiency. Artificial Intelligence can up their efficiency level by making the job descriptions more precise which will attract the most suitable candidates. Investing in programmatic job advertising has yielded great ROI for recruiters.
3. Improve candidate experience: In a survey conducted by AllyO, a whopping 83% of recruiters said that they are using AI to improve candidate experience throughout the hiring process. With the least amount of human involvement, AI is able to deliver quality experience to candidates. Chatbots can reply to the hoards of queries and confusions candidates have, automated messaging system can keep them posted on their job application status, data analytics can make application process easier and fun. Such quality experience will not only help the recruiters win the present candidates but will also help build a strong referral talent pool.
4. Keep bias away: Recruitment market is highly advanced and is embracing diversity to enhance the quality of recruits. But at one stage or the other, bias may subconsciously influence the decisions of people. Gender, place of origin, language, age or some other factor may push the recruiters to select one candidate over another even when the other one is more deserving. AI works purely on the basis of numbers and thus completely eliminates bias to hire the best candidates.
5. Smart savings on time and money: Hospitality industry is all about delivering best customer experiences and keeping positions vacant for a long time hits the brand’s quality badly. AI can help hospitality recruitment companies grab the right talents who fit right into the distinct roles and resonate brand personality within no time. Machines can be employed to speed up the screening process and reduce the burden of the recruiters allowing them to interview more suitable candidates. For both businesses and the recruiters this is a great saving in terms of money and time.

The possibilities of how AI can make recruiting smarter are endless. As Machine Learning becomes more complex and efficient, it will redefine the entire process.

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So, it’s done. You have decided, you want a job. But, how will you reach out to your recruiters? As they said, “It’s easier said than done”, the decision to start looking for a new job is easy, but the execution is much more complicated. We at Glocal RPO, have created a step-by-step process for you, that gets you visible amongst employers/recruiters.

Get Yourself Together

Ask yourself is your resume up-to date? If not, then this is first thing you need to do. If yes, you need to share it with as many in people in your network as possible to increase your changes of receiving a referral.

In the digital age, you definitely need to have a social media presence so, make sure, you have a shiny presence. Brownie points, if you also have a website.

Figure out the Right Agency

One of the time-tested approaches to finding the right agency is to asking friends who have worked with you in the past for recommendations, HR professionals in your network for a referralor search for ‘recruiters’ or ‘recruiting agencies’ via LinkedIn or Google.

Also, one need to keep checking agency sites to find necessary information on whether they would be able to help. As, one needs to keep in mind that, here one-size-fits-all approach doesn’t work. There are several agencies which cater to companies from only a specific region or a sector.

Be Brave

Once, you’re done with finding the right agency, be brave to reach out. Since, recruiters are extremely active on LinkedIn their profiles, that means you should take out sometime to research who you are dealing it.

There are two ways to do it. Either send a LinkedIn message or email or the other option to upload your resumes on the agency websites (some agencies provide this feature). This gets you into the company’s candidate management system for future opportunities.

In addition to these, you can also reach out via phone. Although, most industries discourage unsolicited calls, sometimes this may do the job for you.

 Follow-up

Have a reminder set to check on recruiters. Sometimes, the process may be dragging so, don’t be afraid to reach out politely to ask for an update. Recruiters, at any time are dealing with thousands of candidates, a little reminder would make sure you don’t get lost in the mix.

As you start applying, you will have positive as well as negative experiences. The right approach is to not take anything personally. One should understand that, things sometime do not fall in place ut one should not stop trying.

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Healthcare recruitment has experienced a paradigm shift and the power now lies with the prospective employees. The opportunities are flashing and arising every other day. Despite the fact that you have hired the best talent in your team, several factors might easily sway them away from your brand.  Leading recruitment process outsourcing companies note that along with better remuneration candidates lay equal emphasis on good work culture, growth and appreciation. To ensure you have your talent pool sealed and trusted, you need to have qualified retention policies in place. It must be an ongoing strategy and must be closely supervised by the Human Resource department to ensure the quality workforce is effectively engaged and rewarded to enhance job satisfaction and security and minimize retention.

Here are the top 5 incredible employee retention techniques that you must adopt in the workplace :

• Keep them engaged:

Mismanaged job description and an unplanned/ overloaded schedule are often the primary reason an employee shows low engagement. While managing the schedules and workload at times appear tough, with expert leadership, one can always work on flexibility and other aspects of the job such as employee appreciation, focus on teamwork, addressing the pressing issues and staying available for communication.

• Nurture Teamwork and Communication

A business that works together tends to offer better outcomes. Healthcare services are comprehensive and interlinked and thus it is important for the providers to work in accord. Teamwork is the primary quality you need to offer respected patient services and experience. Teamwork gains its strength from communication between the team members as well as the leaders. You must be available to address their issues and offer advice that helps them out.

• Pay what they deserve:

A pay hike is the most common reason employees leave an organization. While job satisfaction and job enrichment are two primary drivers for motivation, receiving a respectable pay for your work keeps an employee’s morale up. A fairly compensated employee also has more chances to meet his/her financial needs and thus more chances to respect his/her job/

• Recognition and rewards:

Besides compensation, a strategized reward and recognition plan is the key to make employees value their jobs. Annual awards for performance, flexible timings and bonuses works wonders in keeping the employee satisfied. Recruitment process outsourcing companies suggest that appreciation goes a long way in building team spirit and a sense of belonging.

• Help your employees grow:

An employee who feels that the company cares for his growth would never think of quitting. You must have active programs for counseling and career growth to ensure your employees feel that you care. Help them identify opportunities and develop new skills to ensure they stick with you for a long term.

A little effort in the form of leadership, towards employee satisfaction can help companies retain the best talent. While retention is becoming one of the gravest problems for the industries, a company following the above suggestion can curb the issue significantly.

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Hiring a new candidate can be an exhaustive process, especially if the newer candidate is to replace a very productive employee. You need someone with same skill sets and the prowess to help your company grow.

Recruitment Process Outsourcing (RPO) is a business process, which help organizations hire employees. These RPO providers handle the entire process according to your values culture, and business goals. Given below are the benefits, RPO have for the businesses: –

Quality Hiring

In-house recruiters have to go through a lot of profiles, and they might not be able spend the required amount of time to track and screen candidates to fulfil the requirement of the company. RPO recruiters are always in touch with job seekers, making them a reliable point of the contact between quality candidates and the company.

Scalability

Companies go through peaks and lows, RPOs help you to flex accordingly. If your company is expanding the business, you would need more staff, and if it’s downsizing, you will implement hiring freeze. RPO adapts to any situation and helps deal with these extreme contingencies.

Analytics and Reporting

RPO helps you to track every stage of the recruitment process with real-time reporting and insights, helping in better decision making. Such insights make the future audits of recruitment much easier.

Talent Pooling

RPOs provide companies with the best people for the job. These candidates are pooled and actively engaged with, creating a community for future hiring.

Ends the need for Direct Advertising

RPOs help in significantly cutting back costs on advertising. The candidates directly go the RPOs, ending the need to advertise. These RPOs have all the necessary resources for tracking the best talents available.

Personalised hiring process

Sometimes, the usual recruitment strategies do not prove ineffective in finding the required talent. RPOs help customize recruitment process and create new processes to target specific talent or meet specific objectives.

Now you know, RPOs are more than just cost and speed. Choose an RPO that understands your culture, values and hiring goals. Some of the best RPO companies such as GLOCAL helps you do a complete overhaul of your business, taking your company to new heights.

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Every company has a presence of its own which we can term as its ‘brand voice’. It is that one thing that makes you stand out in the crowd highlighting your uniqueness. When this ‘voice’ is efficiently promoted to prospective candidates, we call it Employer Branding.

What it means in recruiting?

More than anywhere else, employer branding is crucial in talent acquisition. An expert in the field says that employer branding is the scent of a company, distinct to itself. Most often than not employers turn to recruitment process outsourcing companies to create a formidable branding for them. It is very important for RPOs to package your company’s values, character, best practices and expertise through employer branding, to attract talents to choose you over your competition. While RPO recruitment is streamlining top talents for you, it is your employer branding that may become the deciding factor.

Reputation matters to the candidates:

If you always thought that higher salary is all that matters while hiring, think again. More than 70% of the recruitment process outsourcing companies agree that employer brand matters the most. In the present era, top talents are ready to work for lesser salary if company values match with their aspirations.

It brings your marketing cost down:

The best way to reduce your recruitment advertising cost, as much as 40%, is to have a strong employer brand. Candidates more often than not turn to your brand voice to assess who you are. Your employer brand is a great advertising tool in itself enticing top talents to get associated with you.

Bids you better against your competition:

The positive reviews you have online along with your employer branding can propel you over and above your competitors. When there are several companies offering the same kind of job, candidates’ attention can be grabbed through your policies and work culture.

Attracts the right talent:

RPO is now a vibrant market and fast growing market and there is always competition to bag the right talent. Companies who ignore employer branding often end up paying more to acquire the right talent. The flip side of it is that when you design a substantial brand voice, top talents will come looking for you.

Reduces recruitment time:

The time taken to fill a vacancy is very crucial for RPO recruitment. If they become complacent, good talents may just slip out their hands. Employer branding may help reduce this recruitment duration saving time and money for employers. You as a company would not want to keep a top position vacant for long, do you?

A good word about you:

With technology connecting candidates so easily and quickly, they often talk about the reputation of a company. Where people discuss a good company, they discuss more a bad company. With a weak employer branding, you may fail to create a good impression on candidates and it may act against you. Good impression spreads a good word about you, making you more desirable to the potential candidates.

Employer branding is your company’s reputation or digital persona. Taking your brand image seriously will yield you both short-term and long-term results. Collaborate with a good RPO to rise above your competition.

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Hospitality and Leisure industry is one of the most vibrant industries currently in the US. Tens of thousands of people every year go on business trips, family and personal vacation, corporate tours and all of them look for brands that deliver the best kind of hospitality. This presents itself as a wonderful opportunity as well as a challenge for hospitality businesses. To deliver on the expectations of their customers, they need to have the best and the most amicable staff. Hospitality recruitment agencies have emerged as the go-to solution for businesses to meet their hospitality staffing needs. Before getting collaborated with an RPO, here are the 7 questions you should ask them to ensure they are capable of delivering what they promise.

1. What is unique about you that your competitors don’t have?

There are several recruiters in the market and they all are here to do business. What sets them apart are some definite differentiators. Ask the RPOs to define their unique qualities and how they can help find the best candidates for you.

2. Can you give us a brief about your work history?

Experience and background check is something that should never be overlooked. Before hiring a recruitment agency, ask their portfolio and the proof of their previous work. Look out for information that looks fishy. It might be an indicator that the agency is not genuine.

3. What do your ex-clients say about you?

Client feedback and recommendation holds great value when it comes to recruitment market. Ask the RPO to share what their previous and present clients say about their services. This should include feedback from companies as well as candidates which will help you to get a holistic picture of their work approach.

4. Tell us a bit more about your expertise.

This is an era of niche recruiting. When you are going through the list of Hospitality recruitment agencies, ensure they have expertise in this industry. The best way to examine this is to discuss with them the approach and techniques they adopt for their clients. Those who incorporate latest technology and smart methods should be your top choice.

5. What additional services can you offer?

Recruiters can offer a wide variety of services related to recruiting and hiring. You have to ask for a list of add-on services that a particular RPO has to offer. They might assist you in onboarding, training, employee engagement, retention, determining competitive compensation and so on. Such services put more value on your collaboration with them.

6. How good are your refund/replacement or guarantee policies?

Both parties desire to have a long term collaboration in business. But there will be times when you are not satisfied with the services of the RPO. To ensure smooth cancellation of the deal, you should always have a good idea about their policies. Most agencies offer replacement services in case you are not satisfied with their results.

7. Can you give us a breakdown of the fees?

Based on the recruitment needs that your company has, ask the RPO to give you an estimate of the fees they would be charging. Compare 2-3 quotes from different companies to get a fair idea about the trending fees. If there are hidden charges or conditions, you may want to get clarity on those before signing the deal.

Asking such questions will help businesses analyze the quality of the hospitality recruitment agencies and select the best one who can deliver most suitable candidates within the stipulated time and budget.

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Over the past couple of years, recruitment industry experts have noticed some strong trends that might transform into trendsetters in the coming decade. Healthcare recruiting in particular has seen its own developments and hurdles which challenges the healthcare RPOs to adopt innovative and tech driven hiring techniques, if they want to survive in this volatile industry. Let’s take a look at the 4 major trends that are reshaping the market.

Immense talent crunch: Healthcare recruiting is facing quite a stormy weather and it will only get intense. A large chunk of labour force in healthcare will retire by 2025, leaving behind enormous staffing shortage. With more than 40% of the US population crossing 65 years threshold, the demand for healthcare services will be huge. Such a crunch needs dynamic solutions.

Retention more important than ever: Healthcare professionals of all grades move from one organisation to another for better salary and position. But shocking more than 50% of them left their previous jobs due to work pression, poor work culture, long working hours, frustration and so on which has forced hospitals to pay heightened attention towards caring for their employees. Huge amount of time and resources are spent to make their staff feel comfortable and thus retain them in their hospitals.

Optimized job boards: Job boards are in for a revolution! Inclusion of AI and big data has changed the way job advertising works. Job descriptions, roles and responsibilities etc. have become precise to the dot. Programmatic job advertisements are designed to reachout to the most suitable candidates within quickly. This trend is expected to evolve in future.

Tech assisted personalised recruiting: The younger generation looks for a lot more than just money while selecting a job. Healthcare RPOs cannot afford to ignore the need for personalised recruiting process not only for the candidates but for the employers as well. Going further, we will see more and more complicated technology being used to evaluate culture, values and lifestyle of the candidate and not just the technical skills.

Let us wait and see how these trends will impact the way candidates are hired in healthcare industry.

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